International Human Resource Management Essay Example | Topics and Well Written Essays - 3250 words

International Human Resource Management - Essay ExampleCompetent and highly skilled workers be necessary. Above all, the corporation must be sensitive to the culture of peoples where it is operating as well as the culture of people they are serving. This is an essay that will modernise international human being preference charge (IHRM) from the theoretical vantage of culture to determine strategic act management and its competitive advantage amid contextual changes. The researcher will also explicate culture within the context of diversity in relation to IHRM amid challenges in international business operations, citing Marrriot International Inc., as an example. But before going further, its necessary to first define some relevant terminologies that is thematically used in this study. International refers to a scope of affairs that is involving two or more than countries. Human imaginativeness management, on the other hand, refers to a system relating to hiring or chartering, training, designating, performance managing and appraising employees performance (Jackson, Lafasto, Schultz, and Kelly, 1992). Culture also refers to beliefs, values and customs that are integral and are influential in their decision-makings, style of leadership and on how relations are managed (Pettigrew, 1979). Internal and out-of-door conditions are maybe influential to somebodys emotional and psychological make up but its culture that molded persons perceptions, behaviors, organizational management, working relations and evening systems of operations (Pettigrew, 1979). Like external and internal environments, culture is undergoing continual change. HR policies and procedures therefore must be adjusted to cope with this change. Human Resource Management and Diversity Armstrong (2006) explained that human resource relate to managements system where workers perform tasks to contribute to the achievement of corporations goals by employing persons, enhancing their skills, maximizin g their capacities in exchange for just remuneration for services rendered. Managers value performance and evaluate workers performance based on corporate standards as part of career development and employ coaching or feedback mechanism for the improvement of performance (Schneier and Beatty, 1979). HRM is essential in corporations growth and in retaining competitive advantage thus, the need to capitalize superior human resource management. Consequentially, the increasing demand require High Performance Work Practices by ensuring that workers are hired through criteria of procedures with compensation and incentives based on performance standards. It also encourage or mandate labor forces participation in production and decision-making as well as provide them skills to enhance their knowledge, abilities to improve their want (Delaney and Huselid, 1996). Thus, companies must have standard to manage workers performance to contribute quality results for the organization (Lingle and Sc hiemann, 1996 56-61 de Waal and Coevert, 2007 317-416) that measures efficiency and effectiveness of workers. It also involved managing organization, administering of personnel, management to manpower. The system fundamentally consider that HR works to meet needs and goals but also